What Type of Brand Do You Want? Here Are 7 Useful Examples

When you first delve into the world of business as a startup or small company, you need to decide the type of branding you will do.

Branding is essential to how successful your business is. According to Statista, in 2015 Apple was considered the most valuable brand globally with a brand value of over $128 million.

Most people assume a brand is only one thing; however, it is made of many different types of brands.

The kind of brand you choose is entirely up to you, and what is best for your startup. Often, you may use more than one type of brand. They all serve a similar but different purpose.

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Connect with seasonal workers in Chicago, IL.

You may want to brainstorm with your staff – interns, temps, short term contractors, and anyone else to create efficient and successful brand strategies.

What type of brand do you want? Here are 7 useful examples.

  1. Public Brand

Public brands are usually government organizations, such as The U.S. Department of Labor. However, many argue you can’t brand an entity that doesn’t offer consumer products or services. But you can still implement brand strategies.

  1. Company/Corporate Brand

This is the most well known of brands. To be successful, your business needs a brand. Think of Chase Bank or our company, Short Stints. Each has their own distinct brand. It is the organization that stands behind the product or service.

  1. Product Brand

Product brands, such as consumer goods, use branding to create certain emotions and a need for their products. This type of branding is usually linked to fasting-moving consumer goods (FMCG), also known as consumer packaged goods (CPG).

Related: Why You Need a Company Brand Statement (and How to Write One)

  1. Global Brand

Global brands are well-known organizations around the world. Think Nike or Apple. Through their brands, they’ve instilled deep customer loyalty globally.

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Hire interns for NYC positions.

Global brands are synonymous with familiarity or “household names”, stability, and accessibility.

  1. Generic Brand

Think of the generic product brand or off-brands you can buy at grocery stores (e.g. Fry’s Kroger products, Target’s Up & Up, and Walmart’s Equate).  These brands usually piggy-back and offer similar, more affordable products than their brand name counterparts.

  1. Non-Profit or NGO (Non-Government Organization) Brand

These brands are specifically for non-profit organizations and non-government agencies that are seeking means to find funds for their missions beyond standard fundraising efforts. The non-profit community is often split in half in regards to whether non-profits should profit off their efforts or not. Today, many NPOs and NGOs have resorted to these means because of fierce competition for funding.

  1. Employer Brand

This type of branding is strategically done to attract top talent. It is achieved through their employees, company culture, and their hiring selection process. Most often, companies focus on trying to attract top talent but do not concentrate on retaining that talent through people-based programs and initiatives.

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What type of brand do you want? Will you use more than one type of branding in your organization?

 

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Company Branding – Things Not to Do on Social Media

Social media is an integral part of creating brand awareness and increasing your target market reach.

Over 75% of all Internet users use at least one form of social media. Social media sites are some of the most visited online locations.

With the right social media branding techniques, you can build a huge list of followers, be seen as an industry expert, and become a reliable employer for job seekers.

When it comes to company branding, here are things not to do on social media.

Excluding Visuals

On social media sites like Twitter, there are millions of tweets updated everyday. If you don’t have an image or graphic to grasp your followers’ attention, they may not even see your tweet.

This goes for your target consumers, as well as potential employees (temps, interns, short term contractors, etc.)

Social Media Plan
Is Your Social Media Marketing Plan Including Visuals?

You want likes and retweets on Twitter. It helps grow your reach. The more people know about your company, the better.

Adding visuals is the quickest way to stand out. It may take an extra minute or two, but the time investment is worth it.

Tweets with pictures, for instance, receive 150% more retweets, and 89% more likes than tweets without pictures.

Related: Why Your Company Needs to Use Social Media

Creating Social Media Updates Not on Brand

 Everything you do should be on brand – meaning it should fit your brand entirely. You must be consistent. That’s why understanding your brand completely is so important.

Social media is an incredible tool you can use to help your company. Only share social media updates, information, pictures, and so forth that match your business.

Social Media Stratey
Brand Consistency is Important. Have You Assessed Your Social Media Marketing Plan Lately?

Otherwise, you risk confusing your followers. If you’re unsure if it matches your brand, chances are it doesn’t. It’s better not to post something you’re unsure of, then post something that doesn’t match the vision, goals, and voice of your organization.

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Your turn! What are your tips for social media and branding?

 

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Are You Hiring? Job Seekers Need an Attractive Job Offer

On average, 71% of individuals are seeking employment or searching for a new job.

When employment and jobs are discussed in the hiring industry, conversations tend to be one-sided. We think of what the job seeker needs to do to impress employers.

After all, you need to convince them to hire and pay you; however, there is another side of this conversation.

Companies and employers need to sell themselves to job seekers. If you aren’t an attractive business, no one will want to work for you. And if no one has ever heard of you, your employer brand won’t impress candidates.

Hiring Tips
Do Your Job Offers Need Tweaking?

Despite how many job seekers are out there, it is challenging to find the right talent for your company. Finding a temp or intern is just as complicated as hiring a short term contractor or traditional employee.

Are you hiring? Job seekers need an attractive job offer. Let’s explore how to reel in job candidates.

Focus on Your Organization’s Strengths

What are the best qualities of your company? What makes you passionate about the organization you work for?

Passionate and skilled job seekers are looking for more than pay when they apply for a job opening. They’ve researched your company and weighed your core values and mission.

Hiring Tips
What Makes Your Company Stand Out? It’s Culture? Strengths ?

Play to your company’s strengths. On job ads and posts, highlight the best assets of your business and why candidates will want to work there.

What’s your company’s culture? How will this candidate fit in? Tell them why they’re an excellent candidate on top of why your business and the position are better than your competitors’.

Related: Here Are Common Hiring Pitfalls You Need to Avoid

Don’t Complicate Things

To create an attractive job offer, outline the job role and requirements as simply as possible. During interviews, discuss these duties with candidates, so they know what to expect. Everyone needs to be on the same page.

If your open job position is three jobs in one, you won’t find many job seekers willing to do three jobs because your company doesn’t want to hire three separate people.

Hiring Tips
Are The Job Duties Unrealistic? Is Your Firm Expecting To Much ?

Put yourself in a job seeker’s shoes before you post that job ad and before you offer the job to a top candidate.

Pay Employees What They’re Worth

If you’re low-balling wages to employees and potential candidates, your job offer isn’t going to be attractive. It raises the question of whether you value your staff.

Many job seekers will have a salary in mind based on experience, research, and their location. Companies that aren’t willing to budge, and are paying too low will not receive many acceptances.

You can disclose the salary amount in job posts if you like. Or you can choose to discuss it with candidates who are entering the later stages of the hiring process. But don’t be surprised if top candidates are suddenly uninterested in your position if you know the salary is reduced.

While low pay isn’t the top workplace deal breaker, it is one of the top 5 next to poor work-life balance, lack of advancement opportunities, and terrible co-workers.

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How do you create attractive job offers? Have any other tips?

 

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Tips from Facebook to Hire the Best Talent

Facebook is known for hiring some of the best talent. With a team of 13,598 employees as of March 2016, every temp, intern, contractor, and traditional staff member matters. And they undergo a selective hiring process to ensure they’re only hiring the best.

Everyone wants the best talent. If you struggle to hire the right employees, here are tips from Facebook to hire the best talent.

Don’t Settle

It’s tempting to hire candidates to fill an open position when you need work done. But you could be making a wrong hiring decision.

Hiring Tips
Is Your Firm Carefully Screening ?

Don’t settle for an applicant. You know who you’re looking for. Only hire candidates you’re confident about and who you’re excited to have join the team.

Emphasize Your Core Values

Your staff needs to share the same outlook as the company and share the same values. Facebook believes in connecting people with friends and family, and connecting people around the world.

Not everyone agrees that we should be able to share every detail of our life on the internet, or connect with strangers. But CEO Mark Zuckerberg does, and so does his staff.

 Related: Do You Need to Disclose Salary in a Job Posting?

Be Honest

What’s the reality of working for your organization? If you’re a start-up, you’re most likely small, and employees will have to take on more responsibilities.

Be upfront and honest that hard work will be required of the job role, but passion is a motivating factor.

Hiring Tips
Are You Open About The Workload?

For smaller businesses, you may not be able to offer generous employee benefit packages, but you can provide a rewarding work experience with opportunities for growth and advancement.

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How do you hire the best talent? What are your tips for finding and hiring the best candidates?

 

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Are Your Recruiting Efforts Stuck in a Rut?

Every recruiter and hiring manager finds their way on a recruitment plateau. You’re doing all the leg work, but suddenly your hiring efforts have run cold.

You can’t find top talent, and it’s as if no one is interested in your open position. You need a breather.

It seems as if everything is working against you. You don’t have access to the same resources, or you’re experiencing a family crisis.

Are your recruiting efforts stuck in a rut? Here are some ways to help you get back on track.

Use an Employee Referral Program

Do you currently have an employee referral program? If you don’t, you should implement one. If you do, it may be time to update and refine it.

Recruiting Tips
Do You Have An Employee Referral Program In Place ?

There are incredible benefits to this type of program. You’ve found top talent, and your top talent can steer excellent candidates your way. It’s a win-win situation.

Plus, referral candidates are more likely to be hired than non-referred candidates. Tap into your employees’ network.

Organizations that implement and use employee referral programs have an employee retention rate of 46% – higher than the average 33% of non-referrals.

Related: 3 Habits of Highly Effective Recruiters

Host a Networking Event

Networks are invaluable resources to your hiring efforts. Hosting a networking event can connect you to a pool of talented job seekers who are a great match for your organization.

Networking events are relaxed environments where you can get your name out there. In most cases, you only have to spend money on pizza, appetizers, or drinks.

Recruiting
Does Your Firm Setup Networking Events?

If you can’t host one, sponsor one instead. It’ll do wonders for your hiring efforts and get you out of your hiring rut. You can connect with a diverse group – individuals interested in temp positions, short term work, internships, and more. Just what you need to fill your open positions.

***

How do you get out of a hiring rut?

 

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Need to Relocate? Here Are the 7 Best Job Cities for 2016 (Part II)

More than 40 million people relocate every year. Some relocations are voluntary for work, while others are required by your employer.

Moving to a new city is exciting and challenging all at once. Whether you stick with the same company or find a job with a new employer, you don’t always know what to expect.

You want to know what to expect out of your new city. Let’s continue to Part Two of the best job cities for 2016 where we’ll explore 4 more cities that are great places to relocate.

If you want to see the previous 3 cities on this list, check out Part I (link).

  1. Austin, Texas

Austin is a vibrant city that has rich food and music scenes. This is a great place for younger crowds and older workers with families.

Plus, the cost of living is low, there are plenty of job opportunities, and the weather is relatively pleasant year round. It’s perfect for tech and corporate jobs, especially in recent years.

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Austin is a place where you can settle down if you want and have a balance between work and life.

  1. Salt Lake City, Utah

Not every job seeker wants to live in the desert. It’s often overlooked because people just think hot, hot, hot. But Utah is a beautiful place with plenty of job opportunities and attractions. Plus, if you enjoy skiing, this is the place to be.

Jobs In Salt Lake City, Utah
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Salt Lake City is a great place if you’re seeking a technical support engineer or a sales and marketing career. The city is family-oriented, but it also boasts a wealth of young individuals, so it’s ideal for recent graduates and single workers.

Related: What Are the Best Cities for Recent College Grads?

  1. Minneapolis, Minnesota

Minneapolis received an overall score of 3 out of 4 on the list for friendliest job cities. Plus, the average median base salary is $65,000 – a sustainable wage for singletons and families.

Plus, it was ranked #1 as the most relaxed city, and 3rd for the most literate city, according to Connecticut State University.

Jobs in Minneapolis, Minnesota
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The city is also ideal for careers in sales management, web design, and business development management, according to Glassdoor.

  1. Oklahoma City, OK

Have you ever considered relocating to Oklahoma? Oklahoma City has a work-life balance rating of 3.2 and a job satisfaction rating of 3.3 out of 4. And it’s one of the friendliest cities in America.

Entry-level employees average salaries at $50k a year, and cost of living isn’t sky high. Plus, Oklahoma is home to vast green mountains and has the most ecological regions per square mile than any other U.S state.

Jobs In Oklahoma City
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It also has delicious food, a low unemployment rate, and gorgeous city and nature views.

***

What cities have you work in? What cities would you add to the list?

 

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Do You Need to Disclose Salary in a Job Posting?

Do you need to disclose salary in a job posting? This question is met with half of employers saying yes, and the other half saying no.

When it comes down to it, you don’t “need” to tell job seekers of the role’s wages right away. It should meet the average pay of an employee with the experience, skills, and company’s location you’re looking for, if not more.

There are benefits of listing the position’s salary in your job ad, but it also has cons.

Salary Isn’t Everything

While many employers assume salary is the top motivating factor and a deal breaker for employees, it isn’t. Salary isn’t as important as you think; it’s the same for any job type – temp, internship, contractor, seasonal, and so forth.

Job Posting
Is Your Firm Adding Salaries to Job Postings?

64% of employees are happy with their compensation. But that doesn’t mean you shouldn’t pay your staff what you’re worth. As a recruiter or hiring manager, you should know how much the position is worth.

It’s up to you whether you want to let job seekers know right away what you’re paying, or let those who reach the later hiring stages negotiate wages.

Related: Why You Need to Pay Employees What They’re Worth

But It Can Matter

For executive and senior positions, companies may choose to disclose salary. Some organizations may not, and instead base salary “depending on experience” (DOE).

Is the open role entry-level? Or is it management? The position can influence whether it’s best to disclose salary details or not.

Job Posting
Have You Considered Adding Salaries to Executive and Senior Management Job Postings?

Plus, for job seekers who aren’t interested and are looking for higher pay, listing your salary can save everyone time. Why waste your time with candidates who aren’t interested in your company and only care about money?

***

Do you disclose job salary in your job ads? Why or why not?

 

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Here’s Why You Need to Search for Active Job Candidates

When you have an open position to fill, it can be hard to attract the right candidates. Some recruiters and hiring managers like to hire passive candidates.

But it can leave you wondering if you were better off looking for job seekers who were proactive and go-getters. There’s a big difference between passive job seekers and active job seekers.

Here’s why you need to search for active job candidates.

They Aren’t Resistant to Change

Active job seekers – temps, interns, contractors, anyone – are individuals who are willing to make a change, and who actively seek it.

They understand the road ahead of them. Changing companies, job roles, and even their residences are challenging and stressful situations.

Hiring Tips
Are You Searching For Active Job Seekers ?

Many job seekers can be resistant to change and are unprepared for it. They don’t want to deal with it. Active job seekers do not have this issue. They won’t resist change and welcome it so they can come aboard your organization.

They’re ready and prepared for it.

They’re Decision Makers

No one wants an indecisive job candidate or employee. Indecisiveness isn’t a sign of strong leadership or confidence.

Active candidates have strong career goals and know what steps to take to get where they want to be. You can count on them to make decisions, and they’re confident in their work.

You don’t want an employee who second guesses whether that project was their best work, or how they should resolve a problem.

Plus, indecisive employees will put you on edge, and add more stress to your job and their colleagues.

Related: 6 Job Candidate Red Flags

Passion Drives Them

Studies have shown passionate employees are more productive, engaged, and loyal to their employers. They are also good at what they do.

You want passionate staff members who enjoy their work, who are productive, and who care about the work they do for your company.

According to the Polling Company, lack of passion is the number one reason why passive candidates fail at their new job roles; active and passionate candidates do not.

Plus, active and passionate candidates apply to your company for a reason. They’re interested in the job position, they connect with your business’s values and mission, and know what they want in their careers.

Hiring Tips
Consider Active Candidates That Have An Interest In your Company.

Don’t scare away passionate and proactive candidates. They’re exactly the type of team members your company needs to succeed and get ahead of your competition.

Success is On Their Side

Because active candidates are passionate about what they do and have clear goals, they are good at what they do. Passion and skill drive them.

They can be invaluable members of your team who work hard to succeed on every project. Active workers do not let setbacks get in the way, and have backup plans when things go awry.

You can count on them to do what they say, and you won’t second guess how well they will perform or complete a project.

Active candidates usually ask for more pay, but it’s an investment well worth it. They want to succeed as much as they want your organization to succeed.

***

What are the pros and cons of hiring active and passionate job candidates?

 

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What Are the Best Cities for Recent College Grads?

Earlier this year, millions of students graduated college and joined the job hunt. New grads will be looking for plenty of work, including temp positions, short term work, and internships.

What are the best cities for recent college grads? Zumper conducted a study on the best places for recent graduates. Let’s take a look the top 3 cities.

Madison, Wisconsin

According to Zumper’s research, this is the best city for recent college graduates. Why? While Madison is relatively large, it doesn’t come with the steep rent prices of more major cities. Plus, it boasts a well-educated, young, and single population.

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Recent grads can make decent salaries and enjoy an array of restaurants, cafes, bars, and more.

Austin, Texas

Austin is known for its vibrancy and diversity. A college town, like Madison, it is also highly populated with a younger, well-educated crowd.

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The city offers both great food and music scenes. The only downfall is rent prices, which can be expensive compared to average entry-level salaries.

Related: Tips to Finding Work in Another City

Columbus, Ohio

Many recent college grads may never consider living in a city like Columbus. When grads think of career cities, they often think of New York, San Francisco, Orlando, or Phoenix.

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Columbus, Ohio Temp Jobs

Columbus offers excellent employment opportunities and decent wages for new college graduates.  Plus, to top it all off, rent is much more affordable compared to other cities. Prices can range as low as $850/month for a two-bedroom apartment.

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What are the best cities for college graduates, in your opinion? Should new college grads look for work in larger or smaller cities?

 

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Want More Job Candidates? Eliminate These Pesky Barriers

Searching and applying for jobs is a long and stressful process. It’s similar to the hiring process – long.

You can’t wait to choose the best candidates from the pool to interview, instead of wasting your time on difficult or unqualified candidates.

When it comes to job applications for candidates, it’s the same way. Why would they spend their time – which they have little – to fill out complicated and lengthy job applications? They won’t.

Want more job candidates? Eliminate these pesky job application barriers.

Unnecessary Requirements

Does your current job ad list a plethora of qualifications and experience requirements that aren’t necessary?

Your job candidates have probably seen many, many job ads. If yours list a slew of conditions, it’ll overwhelm them; they’ll leave your job ad in the dust, even if your company is better.

Human Resources
Eliminate Some Unnecessary Job Requirements

Look at your current job ads and delete qualifications and requirements that aren’t crucial to the posting.

It doesn’t matter if the job is for a temporary job, internship, or short term contract work. The post will be more attractive to potential applicants.

Related: How to Use a Hiring Employee Checklist the Right Way

Long Applications

No one wants to fill out a long and arduous job application. They’re time-consuming, and most of it is unnecessary.

If your current job application process is lengthy, you’re losing out on great candidates. 68% of job seekers give up on job applications that are too long or require too much information. It just isn’t worth it.

They’d rather fill out a shorter, less complicated application. You’re leading them to your competitors.

Human Resources
Shorten The Application Process

For example, if you need them to fill out their job experience, skills, and education, have them attach a resume instead – not both. You’re making them do double the work.

Also, keep interviews to a minimum, and only for top candidates. Don’t have them do 6 interviews, if 2-3 will do.

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How can you make your job application simpler and more attractive to job applicants?

 

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